Accessibility & Inclusion at Ofcom

Accessibility & Inclusion at Ofcom

Accessibility & Inclusion at Ofcom


An inclusive workplace for everyone.

“Inclusion of people with disabilities is a key priority under our diversity and inclusion strategy. We’re creating an inclusive environment that appreciates the diverse strengths, skills, and potential that all our colleagues bring to Ofcom.

Our commitment to disability inclusion is rooted in the ‘social model,’ which asserts that individuals are only disabled by the social and physical environments that surround them. We want to provide the tools and resources necessary to empower all our colleagues to reach their full career potential”

We know there’s no ‘one size fits all’ when it comes to ways of working. That’s why we do our best to adapt your working arrangements to suit your needs and provide access to the support, tools and technology needed to be successful in your role.”

Suzanne S – Head of Culture , Diversity and Wellbeing

Workplace adjustments

We offer accessible facilities, assistive technology, modified workstations remote or in-office, flexible work hours, and mental health support alongside much more to support our disabled colleagues who have specific needs to help perform their jobs effectively.

We’ve introduced several improvements, such as captioned videos and enhanced Windows dictation and speech recognition functionality, to support colleagues who are hearing-impaired as well as those who are neurodivergent and might face challenges with auditory processing.

Accessibility Working Group

Our Accessibility Working Group’s primary goal is to prioritise the needs and experiences of disabled individuals when shaping policies, procedures, and practices at Ofcom. This commitment leads us to implement targeted measures aimed at enhancing disability inclusion.

Offering an interview

We are part of the UK Government’s Disability Confident Employer scheme. This includes a commitment to offering interviews to disabled applicants who meet the minimum selection criteria of the role as outlined in the job specification (unless, in rare circumstances, we receive a high volume of applications and have to limit interviews for both disabled and non-disabled candidates).

Read more on the Disability Confident Scheme

Meet our people who are redefining new ways of working

Sophie M – Head of Information Registry.

“I am a Principal in Ofcom’s enforcement team. As someone with dyslexia and dyspraxia, I really value Ofcom’s strengths-based approach to development, and a wide range of support to help me be at my best and reach my career potential. Adjustments to my workspace both at home and in the office make a big difference in how I contribute to Ofcom’s work. The supportive working environment means I feel valued and included, and I feel comfortable asking for other adjustments as and when needed.”

Gisela A – Senior Associate, Online Safety Supervision

“I joined Ofcom through the returners program after a six-year career break. Despite the initial challenge, I quickly found Ofcom to be a welcoming and positive workplace. I’ve grown professionally and now lead a team focused on improving online safety in the UK, alongside pursuing a PhD in Business on ethical decision-making in tech startups.

I am also a Mental Health First Aider, which I see as one of my core contributions towards doing good in society, especially as someone with diagnosed neurodiverse conditions and a form of hearing loss. At Ofcom we are actively encouraged and supported, through flexible working and other adjustments, to bring ourselves to work and fulfill our true potential. I have fully embraced that.”

SOUND – Ofcom’s disability colleague network

Our SOUND network supports colleagues who have direct experience living with a long-term condition, illness, or disability, including those who are neurodiverse. This network helps to increase our understanding of neurodiversity and disability as an organisation – supporting our wider objectives in our diversity and inclusion strategy, and in our regulatory work.

Amy Hemmings – SOUND member

“Disability and neurodiversity is not a problem that needs to be fixed; it’s the barriers that are built up in front of disabled and neurodiverse colleagues that the SOUND network wants to break down. Some colleagues may just adapt to life in the office, working on their jobs and working to fit into a neurotypical or inaccessible workplace. I’ve done it myself, as I realised that dyspraxia affected me in more ways than just ‘being clumsy.’ I’m really excited to be part of the SOUND network as it helps colleagues and the organisation learn more about one another, without someone needing to pretend that they are something they’re not.”

Neil Breckons – SOUND Network co-chair and sponsor

“SOUND has added a voice to the choir of the other colleague networks. It has not only allowed us to be heard in the way only a network can be heard, but we have supported each other through sharing lived experiences and being allies. In SOUND, we have all been allies, as we have had our own lived experiences. All Ofcom colleagues are welcome; to share, to learn and be part of the conversation that will change colleagues understanding of disability and neurodiversity.”

Disability Inclusion Champions

“As disability champions, we are committed to making Ofcom a fully inclusive and welcoming place to work for our disabled and neurodiverse colleagues

This is a journey in which we learn and improve as we go, drawing inspiration from the input and insights of our exceptional SOUND network. We sincerely hope that you’ll be keen to join us.”

Lindsey Fussell and Yih-Choung Teh
Ofcom Senior Leadership and SOUND Network  Champions

How are we doing things differently?

“We have implemented several key changes to our recruitment process and to our policies welcoming disabled candidates to apply and work with us. Our job descriptions focus only on essential skills needed for the role and use inclusive language, emphasising diversity and equal opportunity. Our hiring community is well-versed in disability awareness and proactive in providing necessary accommodations.

By listening to feedback, setting goals, and embracing technology, we are building a barrier-free process for every candidate, regardless of their abilities or backgrounds.”

Ankita J- Senior Manager – Resourcing Transformation and Governance

Transforming our policies

We continually review our workplace adjustments policy to make sure it effectively addresses inclusion barriers. Additionally, We’ve transformed a number of our policies relating to flexible working, job shares, remote working, and families to empower disabled colleagues to define their own ways of working.

Inclusive assessment and selection

Our inclusive recruitment approach focuses on achieving a standardised, fair, accessible, and barrier-free hiring process. We’re focused on making sure everyone involved in recruitment including our recruiters and hiring managers at Ofcom demonstrates the right behaviours, and we help them to mitigate and overcome potential barriers.

Partnerships and collaborations

We’re proud to partner with organisations that support us in our ambition to be an employer of choice for disabled people. These include the Business Disability Forum, Purple space and Evenbreak.

D&I at Ofcom

At Ofcom you can be yourself. We have an inclusive working environment and work hard to improve diversity within our organisation and also in the sectors we regulate. This is fundamental in helping us to achieve our aim of making communications work for everyone.

Wellbeing at Ofcom

In recognition for our Thrive@Ofcom programme, we were delighted to be shortlisted for the Best Mental Health Initiative Award at the Great British Workplace Wellbeing Awards in 2021, and for the Best Wellbeing in the Workplace Strategy (public sector) for 2022.

This recognises our efforts to offer everyone at Ofcom a strong programme of support to manage their own wellbeing in a way that works for them.

Our Colleague Networks

Our colleague networks are voluntary, employee-led groups who self-identify, or demonstrate allyship with, a particular protected characteristic.The networks are the collective voice of their membership, raising awareness of diversity and inclusion challenges and opportunities within the wider organisation

How we hire

While the process might differ slightly depending on the role you’ve applied for, we follow a similar approach in how we get to know our candidates. Find out more about how we assess candidates along with some helpful information and tips

Talk to our recruitment team

We pride ourselves on making sure all candidates are treated fairly throughout the application and selection process including making our process as accessible as possible.
Should you require any adjustments to be made while applying for a role or need any additional support during the hiring process, please do contact us directly at [email protected] or call 0330 912 1378